@consultant991: "It seems that more and more, headhunters and gov't departments are 
treating contractors (even incorporated ones) as "term employees" 
without the benefits, rather than as "consultants".
CCRA has very specific rules on what a consultant is - for example, a 
Consultant can take on more than one simultaneous assignment, has no 
day-to-day supervision, has no desk / office space on premises, has no 
daily hours on site, and is responsible for a specific deliverable 
(rather than for output as directed by a supervisor).
If these tests fail, the "consultant" really has an employee-employer 
relationship (in spite of what any Contract might say), and all 
consulting tax deductions would be not allowed.  On the other hand, the 
agency (or gov't department) that "hired" the Consultant would be 
obliged to pay UIC, Canada Pension, vacation pay, etc.
Unfortunately, many gov't departments and headhunters don't seem to be 
aware of these rules.  Perhaps the Auditor General should be made aware 
of how some departments are operating!!  I, for one, am not willing to 
risk losing all my tax deductions simply by following the (incorrect) 
rules of temporary engagement.
A true Consultant
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    @greg_sz: "<quote>
I know that someone can be hired as a consultant no matter where he performs his
work and to whom belongs tools he uses.
2 guys can do similar job one as employee an other as a consultant. Employee
pays unemployment and pension deductioss ans employer aslo pays something.
Consultant ise cheaper for employer and can deduct some expenses.
The catch is that you can't be consultant for one company for more than half
year.
If you have more clients it is OK
I you extend your contract and continue to work for the same one client,
gouvernement will consider it as a attempt to cheat them. You will be punished
because they wil ask you to pay UI and CPP contibutions for the whole period of
emplyment.
They will also ask you to repay all expense deductions you used. Employer will
also have some penalties.
Remedy is to stop after half year and do something other then restart.
The other thing are work conditions you mentionnned.
But this you need to negotiate... if you can.
Greg"
    @consultant991: "Rick,
 From a Consultant (incorporated and operating for 12 years), I will try 
and clarify things with the facts.  These points are not just taken from 
CCRA rulings, but from articles that I've collected written by 
employment-law lawyers.
OF COURSE any one rule is not meant to solely identify a Consultant or 
an employee.  But the sum total of the rules as they apply to any 
individual WILL determine the person's (or corporation's) legal 
classification.
But one word of caution.  Yes, Incorporation will help in showing a 
desire to operate as an independent Consultant, but IS NOT sufficient - 
the day-to-day RELATIONSHIP that an individual (or corporation) has with 
the Client is the overriding factor that ultimately determines the tax 
classification.
So none of the "urban myths" are myths.  They are simply measures to 
help indicate the nature of the RELATIONSHIP one has to the Client.
BTW, the DURATION of the Contract is not nearly as important as the 
RELATIONSHIP.  I know Nortel used 42 weeks as the limit for Contractors. 
  But if they operate as employees, they will be considered AS EMPLOYEES 
by CCRA regardless of the Contract's length.
And second BTW, it doesn't matter if you keep scrupulous books and have 
15 employees.  If you operate as an "employee" rather than as a 
Consultant, all those deductions will be disallowed.  And this is 
straight from CCRA.
<quote>
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